Parental Leave Policies Research Articles

Parental Leave Policies are Failing Female Physicians

Parental Leave Policies are Failing Female Physicians

Accessibility and Characterization of Parental Leave Policies for Orthopaedic Surgery Residency Training in the United States.

This study assesses the accessibility and nature of parental leave policies during orthopaedic surgery residency training after implementation of the Accreditation Council for Graduate Medical Education (GME) mandate for 6 weeks of paid parental leave effective July of 2022. An audit of orthopaedic surgery residency and affiliated GME websites was conducted to assess the accessibility of parental leave policies during the 2023-2024 academic year. Details on length of leave and nature of renumeration during the leave were recorded. Bivariate analyses were conducted to determine residency program characteristics associated with the accessibility of a parental leave policy. Results were compared with a previous analysis during the 2017-2018 academic year. A total of 200 residency programs were evaluated, and 152 had parental leave policies (76.0%). Compared with 2017 to 2018, a similar percentage of parental leave policies were accessible on residency program websites (3.0% vs. 2.0%, P = 0.777) but fewer were accessible on GME websites (55.5% vs. 80.7%, P < 0.001). More contemporary policies were obtained from program coordinators (18.5% vs. 7.2%, P = 0.003), and more were not available (24.0% vs. 9.0%, P < 0.001). Most policies offered renumeration (86.7%) and leave for 6 weeks in length (75.0%). A higher prevalence of parental leave policy accessibility was found among orthopaedic residency programs with university affiliation (P < 0.001), more faculty members (P = 0.008) and residents (P = 0.017), a higher percentage of female faculty (P = 0.008), affiliation with a top 50 ranked National Institutes of Health-funded orthopaedic surgery department, and accreditation achieved before 2017 to 2018 (P = 0.004). Most orthopaedic surgery residency programs do not have accessible parental leave policies on their websites. The new Accreditation Council for GME mandate will require orthopaedic residency programs to provide residents with 6 weeks of paid parental leave during residency training. Accessible policies may be useful to applicants interested in child rearing during orthopaedic residency training.

Take Your Leave: Our Recommendation for an Inclusive and Equitable Parental Leave Policy in Diagnostic and Interventional Radiology Residency

Take Your Leave: Our Recommendation for an Inclusive and Equitable Parental Leave Policy in Diagnostic and Interventional Radiology Residency

Contemporary Parental Leave Policies and Practice Among Obstetrics and Gynecology Trainees and Faculty.

This article aims to describe contemporary parental leave among obstetrics and gynecology trainees and early-career faculty. Here, we present results of a survey that collected information about parental leave policies and contemporary practice, as well as beliefs about surgical and clinical experience for those who take leave. Faculty and trainees were equally well represented among respondents, with half of each group self-identifying as a parent. Most reported that childbearing trainees currently take 6 weeks or less of parental leave and believed that childbearing and nonchildbearing residents should be able to take 12 weeks of leave without extending training.

A qualitative exploration of how extended paternity leave can promote fathers’ psychological wellbeing

The perinatal period is known to be a vulnerable time for parents’ mental health and wellbeing. Research about fathers’ health during this time is in its infancy and has focused predominantly on mental health problems. Much less is known about how fathers experience their own wellbeing or what can help their lives (and consequently the lives of their family) to go well during the significant event of having a baby. Early research suggests that allowing fathers to take a longer period of paternity leave could help to promote their wellbeing. The aim of this study was therefore to explore the experiences of some of the first fathers to take extended paternity leave following the UK’s introduction of its new Shared Parental Leave policy in 2015. Semi-structured interviews were conducted with sixteen fathers from around the UK who were employed in a variety of industries. The sample included both first-time fathers and those extending their family. Template Analysis was initially used to systematically analyse the data. The overarching conclusion was that the wellbeing of these fathers appeared to flourish during a major life event that has a known association with mental health problems for many fathers. To seek an explanation for this, the findings were interpreted using a novel approach based on the theoretical framework of Ryff’s (1989) six aspects of psychological wellbeing. A conceptual model is therefore proposed that suggests extended paternity leave can promote fathers’ psychological wellbeing by allowing them a rare and valuable opportunity for self-reflection, personal growth, development of parental mastery, and to support the wellbeing of their family. This qualitative exploration contributes a deep understanding of the nature of these fathers’ individual experiences of their own psychological wellbeing. The potential of extended paternity leave for promoting the wellbeing of fathers and their families during the critical postnatal period signals that there may be value in researching the relationship between paternal leave and wellbeing further.

Impact of Perceived Parental Leave Policies on Female Employees’ Job Satisfaction and Organizational Commitment: Mediating Effect of Job Satisfaction

Purpose – According to the perceived organizational support (POS) theory, when organizations value their employees’ efforts and support them with various systems, employees experience higher levels of job satisfaction (JS). Therefore, exploring the impact of awareness regarding the representative policy for female employees (FEs) in the work-life balance system, specifically the parental leave policy, on their JS and organizational commitment (OC) is significant. This study examines the mediating effects of JS and provides theoretical and practical implications. Design/Methodology/Approach – The 24th panel dataset from the Korea Labor Institute was used to control for several conditions. Among FEs (aged 20–40) suitable for this study, 2,092 respondents were selected, contrary to prior studies that have exclusively focused on FEs in private enterprises. Using these data, frequency, reliability, correlation, and regression analyses are employed. Findings – The analysis reveals that the perceived parental leave policy for FEs in private enterprises positively affects JS and OC. Notably, unmarried FEs also demonstrate a significant influence of parental leave policy awareness on JS. Moreover, JS partially mediates the relationship between FEs’ perceptions of the parental leave policy and OC. Research Implications – This study presents findings consistent with previous research that has empirically examined the positive impact of POS theory on JS. Additionally, contrary to prior studies, this study identifies a separate influence on unmarried women, highlighting the significant effect on JS by perceiving the potential for future organizational support, even if it is not currently available.

Paying for Parenthood: Understanding Parental Leave Policies in Infectious Disease Fellowship.

Many physician trainees plan pregnancy during residency and fellowship. A study of internal medicine program directors (PDs) demonstrated frequent misinterpretation of American Board of Internal Medicine (ABIM) leave policies applied to parental leave. The primary aim was to investigate how infectious disease (ID) PDs interpret current ABIM leave policies. We surveyed 155 ID PDs in an online anonymous questionnaire about knowledge of ABIM leave policies and application toward trainee leaves. Of 155 PDs, 56 (36%) responded to the survey. Nearly 70% incorrectly identified leave limits permitted. A majority mistakenly chose to extend training when a competent fellow was within the allowed duration of leave. PDs reported that the majority of ID trainee maternity/birth parent leaves (60%) were ≤7 weeks and only 7% were ≥12 weeks; 50% of paternity/nonbirth parent leaves were ≤3 weeks. Surveyed ID fellowship PDs often misinterpret ABIM leave policies and apply policies incorrectly when given sample scenarios..

How Should We Design Parental Leave Policies? Evidence from Two Reforms in Italy

How Should We Design Parental Leave Policies? Evidence from Two Reforms in Italy

Parental Leave Policy in European Countries: A Comparative Approach Using Cluster Analysis

Abstract Currently, parental leave policy is one of the key instruments of social policy in the family sphere in many European countries. Despite the common territorial context, parental leave design may vary greatly in different European countries. In this respect, the influence of differentiative parameters of the parental leave system on the social policy results in European countries is still overlooked. Our study aims to compare parental leave policies in European countries using cluster analysis and reveal the differentiation of the results of policies related to parental leave policy in the clusters of countries. We put forward the following research questions: (1) Are groups of European countries shaped according to the characteristics of parental leave policy similar to European geographical regions? Which cluster has the largest proportion of CEE countries? (2) How different are the results of policies associated with parental leave policy in these groups of countries? As an information source, we used the International Review of Leave Policies and Research 2020, which presents data on parental leave policy in 32 European countries. As indicators for cluster analysis, we used the number of maternity, paternity, and parental leave flexibility elements. The research identified three groups of European countries varying in the number of flexibility elements in the structure of each type of leave. We concluded that leave policies in these countries are not conditioned by their geographical location but may result from their social policies. We also observed that a parental leave policy may contribute to reducing gender inequality in the country. The scientific significance of the research lies in revealing similarities and differences between parental leave policies in the context of a wide circle of European countries and in expanding existing knowledge of the public values theory in public administration.

Parental Leave Policies in the Top 20 US Hospitals: A Call for Inclusivity and Improvement.

To evaluate and compare parental leave policies from the top United States (US) hospitals with a focus on inclusivity of all types of parents. In September and October of 2021, the parental leave policies of the top 20 US hospitals, ranked by the 2021 US News & World report, were evaluated. Parental leave policies were obtained and reviewed through the hospitals' public websites. Hospitals' Human Relations (HR) departments were contacted to confirm the policies. Hospital policies were scored against a rubric created by the authors. Among the top US hospitals (21 total hospitals), 17 (81%) had publicly available policies, and one policy was obtained by contacting HR. Fourteen of the 18 hospitals (77.8%) had a parental leave policy distinctive from short-term disability and offered paid paternity or partner leave. Thirteen hospitals (72.2%) offered parental leave for parents whose children were carried through surrogacy. Fourteen hospitals (77.8%) included adoptive parents; however, only five hospitals (27.8%) specifically included foster parents. The average paid leave for birthing mothers was 7.9 weeks compared to 6.6 weeks for nonbirthing parents. Only three hospitals offered the same leave for birthing and nonbirthing parents. While a few of the top 20 hospitals have paid parental leave policies that are inclusive and equivalent to all parents, many do not and represent an area for improvement. As healthcare industry leaders, these hospitals should strive for inclusive parental leave policies that care for their employees with the same high standards they set for caring for patients.

MP66-10 VARIABILITY IN PARENTAL LEAVE POLICIES FOR UROLOGY RESIDENTS ACROSS UNITED STATES ACADEMIC MEDICAL INSTITUTIONS

You have accessJournal of UrologyCME1 Apr 2023MP66-10 VARIABILITY IN PARENTAL LEAVE POLICIES FOR UROLOGY RESIDENTS ACROSS UNITED STATES ACADEMIC MEDICAL INSTITUTIONS Alice Chu, Farah Abaza, Simone Thavaseelan, Lindsey Hartsell, and Akanksha Mehta Alice ChuAlice Chu More articles by this author , Farah AbazaFarah Abaza More articles by this author , Simone ThavaseelanSimone Thavaseelan More articles by this author , Lindsey HartsellLindsey Hartsell More articles by this author , and Akanksha MehtaAkanksha Mehta More articles by this author View All Author Informationhttps://doi.org/10.1097/JU.0000000000003329.10AboutPDF ToolsAdd to favoritesDownload CitationsTrack CitationsPermissionsReprints ShareFacebookLinked InTwitterEmail Abstract INTRODUCTION AND OBJECTIVE: Parental leave is a significant consideration for resident physicians when considering family planning during training. While the American College of Graduate Medical Education (ACGME) recently mandated a 6-week paid parental leave policy, there is no standardized parental leave policy across urology residency programs. This study sought to evaluate the availability and accessibility of parental leave for urology residents at academic medical institutions in the United States. METHODS: A non-validated 8-question survey was developed to capture the current status of parental leave policies (e.g. duration of leave, maternal vs paternal leave, birth vs adoptive children, compensation status). All ACGME-accredited urology residency programs were contacted via email. Data were collected via telephone/video interview, email, or online survey response. Program characteristics and demographic information were collected from the residency program website and Fellowship and Residency Electronic Interactive Database Access (FREIDA). Fisher’s exact test was used to determine association between program characteristics and favorable parental leave policies (i.e., >6 weeks). RESULTS: We successfully contacted 132 (93.6%) academic urology programs. A total of 35 (27%) programs responded. Maximum allowed weeks of parental leave ranged 3-18 weeks for birthing parents (median 6 weeks, mean 8.26+/-3.78 weeks) and 0-18 weeks for non-birthing parents (median 6 weeks, mean 7.06+/-3.83 weeks). Most institutions provided fully paid leave and did not require exhaustion of other time away from training (i.e., vacation or sick leave; 74.3% and 71.4% respectively). Having >30% female faculty was associated with resident parental leave time >6 weeks (OR 10.3, p<0.05). Geographic region, program type (university- vs community-based), program size, number of program years, and resident gender complement were not associated with parental leave time. CONCLUSIONS: There is large variability in the maximum amount of parental leave allowed and amount of paid leave among academic urology residency programs across the United States. Standardization of these policies may increase equity across urology residencies in the U.S. and alleviate fears of financial burden and need to extend training. Source of Funding: N/A © 2023 by American Urological Association Education and Research, Inc.FiguresReferencesRelatedDetails Volume 209Issue Supplement 4April 2023Page: e935 Advertisement Copyright & Permissions© 2023 by American Urological Association Education and Research, Inc.MetricsAuthor Information Alice Chu More articles by this author Farah Abaza More articles by this author Simone Thavaseelan More articles by this author Lindsey Hartsell More articles by this author Akanksha Mehta More articles by this author Expand All Advertisement PDF downloadLoading ...

Parental-leave policies and perceptions of pregnancy during surgical residency training in North America: a scoping review.

The number of surgical residents experiencing childbearing during residency training is increasing, and there is an absence of clarity with respect to parental-leave, lactation and return-to-work policies in support of residents. The aim of this review was to examine parental-leave policies during residency training in surgery and the perceptions of these policies by residents, program directors and coresidents, as described in the literature. We performed a scoping review of the literature based on the following themes: maternity or parental-leave policies; antepartum work-restriction policies and obstetric complications; accommodations for training absences; support for, and perceptions of, maternity or parental leave during residency training; and challenges upon return to work, namely resident performance and breastfeeding. Parental-leave policies during surgical residency training have historically lacked clarity and enforcement. Although recommendations for parental leave are now in place, this may have historically contributed to a lack of perceived support for surgical residents and may result in variable leave permitted to residents. Unclear policies may also contribute to career dissatisfaction among resident parents, which may deter qualified individuals from selecting surgical subspecialties. A call for a cultural shift is required to inform policies that would better support residents across all surgical specialties to pursue success in their dual roles as parents and surgeons. With increased awareness, progress in policy and guideline development is under way.

SUPPORT: SUrvey of Parental Leave POlicies of RadiaTion Oncology Programs and Residency Applicants

Recruitment to radiation oncology training programs has recently declined, and gender inequities persist in radiation oncology. Policies that promote inclusivity, such as the updated American College of Graduate Medical Education parental leave policy establishing minimum parental leave requirements, may support recruitment to radiation oncology. We surveyed 2021-2022 radiation oncology residency applicants and program directors (PDs) about program-specific parental leave policies, transparency of parental leave information during the residency application and interview process, and perceptions of the effect of parenthood on residency training, career advancement, and well-being. Of 89 radiation oncology PDs, 29 (33%) completed the survey. Of 154 residency applicants (current fourth-year medical students, international applicants, or postdoctoral fellows) surveyed, 62 (40%) completed the survey. Most applicants planned to start a family during residency (53%) and reported perceived flexibility to start a family influenced their decision to pursue radiation oncology over other career specialties (55%). Many applicants viewed time in residency (nonresearch, 22%), in research (33%), and as early career faculty (24%) as the best time to start a family. A small number of applicants used program-specific parental leave policy information in determining their rank list (11%), and many applicants sought information regarding fertility health care benefits (55%). Many applicants obtained parental leave information verbally, despite expressing a preference for objective means (slide deck, 63%; website, 50%; or handout, 42%) of information sharing. PDs were all supportive of a 6-week maternity leave policy (100% agree or strongly agree with the policy) and did not feel parental leave would negatively affect a resident's ability to pursue an academic (100%) or private practice career (100%). Many radiation oncology residency applicants plan to start families during training, seek and value program-specific parental leave information and health benefits, and prefer objective means of information sharing. These findings likely reflect those who have strong views of parental leave policies.

Evaluation of Faculty Parental Leave Policies at Medical Schools Ranked by US News & World Report in 2020

Physician parents, particularly women, are more likely to experience burnout, poor family-career balance, adverse maternal and fetal outcomes, and stigmatization compared with nonparent colleagues. Because many physicians delay child-rearing due to the rigorous demands of medical training, favorable parental leave policies for faculty physicians are crucial to prevent physician workforce attrition. To evaluate paid and unpaid parental leave policies at medical schools ranked by US News & World Report in 2020 and identify factors associated with leave policies. This cross-sectional national study was performed at US medical schools reviewed from December 1, 2019, through May 31, 2020, and February 1 through March 31, 2021, due to the COVID-19 pandemic. All medical schools ranked by US News & World Report in 2020 were included. The primary outcome was the number of weeks of paid and unpaid leave for birth, nonbirth, adoption, and foster care physician parents. Institutional policies for the number of weeks of leave and requirements to use vacation, sick, or disability leave were characterized. Institutional factors were evaluated for association with the duration of paid parental leave using χ2 tests. Among the 90 ranked medical schools, 87 had available data. Sixty-three medical schools (72.4%) had some paid leave for birth mothers, but only 13 (14.9%) offered 12 weeks of fully paid leave. While 11 medical schools (12.6%) offered 12 weeks of full paid leave for nonbirth parents, 38 (43.7%) had no paid leave for nonbirth parents. Adoptive and foster parents had no paid leave in 35 (40.2%) and 65 (74.7%) medical schools, respectively. Median paid parental leave was 4 (IQR, 0-8) weeks for birth parents, 4 (IQR, 0-6) weeks for adoptive parents, 3 (IQR, 0-6) weeks for nonbirth parents, and 0 (IQR, 0-1) weeks for foster parents. About one-third of medical schools required birth mothers to use vacation (29 [33.3%]), sick leave (31 [35.6%]), or short-term disability (9 [10.3%]). Among institutional characteristics, higher ranking (top vs bottom quartile: 30.4% vs 4.0%; P = .03) and private designation (private vs public, 23.5% vs 9.4%; P < .001) was associated with a higher rate of 12 weeks of paid leave for birth mothers. In this cross-sectional national study of medical schools ranked by US News & World Report in 2020, many physician faculty receive no or very limited paid parental leave. The lack of paid parental leave was associated with higher rates of physician burnout and work-life integration dissatisfaction and may further perpetuate sex, racial and ethnic, and socioeconomic disparities in academic medicine.

Transparency of Parental Leave Policies to Prospective Students in US Physician Assistant Programs: A Cross-Sectional Study.

Parental leave policies are not well established or always available for prospective graduate students. This study examined the availability and inclusivity of PA program parental leave policies to prospective students at accredited US programs. The websites and available student handbooks of the 282 currently accredited PA programs were searched for the terms "pregnant," "pregnancy," "maternity," "parent," "family," "child," and/or "birth." Descriptive statistics and Pearson's chi-square test were used to analyze the data. In total, 13.5% (38/282) of PA program websites and available handbooks met search criteria. Of these 38 programs, 23 (60.5%) provide information with gendered language that discriminates based on sex, most commonly only mentioning the pregnant female. PA programs should create specific policies for pregnancy-related and parental leaves that are inclusive to heteronormative families as well as nontraditional and nonnuclear families, and these policies should be widely available to potential applicants and students.

An Analysis of Shared Parental Leave Policies in UK Universities

The paper examines the content, pay package, and uptake of shared parental leave within 66 UK universities. The study aimed to consider whether the nature of the policy and the pay impacted the effectiveness of shared parental leave. Data for the study was obtained by analysing the shared parental leave policies of 66 universities in the UK whose policies were publicly accessible through the university websites. Freedom of Information requests was made to 125 universities listed on The UniGuide 2020 to obtain data on the take-up of shared parental leave in UK universities. Out of the 125 universities, 80 responded to the freedom of information with data on shared parental leave take-up from 2016-2021. Findings demonstrate a mixed picture of the level of details universities tend to include in their policy document. While some universities provided detailed information with examples to support staff, others provided as little as a line directing staff to the government website on shared parental leave policy. While most universities enhance maternity and paternity leave, not all universities extended the pay generosity to shared parental leave. This is seen as a disincentive to parents to take shared parental leave given that shared parental leave is not an addition to maternity leave for the mother. The findings supports the stereotypical gendered norms in which most workplaces are modelled. There was no identifiable trend within a particular group of universities regarding the length of the policy document or material included in the policy. However, there was an identifiable trend regarding shared parental leave take-up. The top 10 universities with the highest take up of shared parental leave were mostly Russell Group universities which could also be described as research-active institutions. This study concludes that gendered inequality in the workplace and motherhood penalty are why most universities are not proactive in supporting shared parental leave policy.

Book Reviews: Designing Parental Leave Policy: The Norway Model and the Changing Face of Fatherhood

Book Reviews: Designing Parental Leave Policy: The Norway Model and the Changing Face of Fatherhood

Family Matters: The Importance of Creating and Disseminating Inclusive Parental Leave Policies for Physician Assistant Programs.

Family Matters: The Importance of Creating and Disseminating Inclusive Parental Leave Policies for Physician Assistant Programs.

Parental Leave Policy and Long-run Earnings of Mothers

Paid parental leave schemes have been shown to increase women’s employment rates but to decrease their wages in case of extended leave duration. In view of these potential trade-offs, many countries are discussing the optimal design of parental leave policies. We analyze the impact of a major parental leave reform on mothers’ long-term earnings. The 2007 German parental leave reform replaced a means-tested benefit with a more generous earnings-related benefit that is granted for a shorter period of time. Additionally, a ”daddy quota” of two months was introduced. To identify the causal effect of this policy mix on long-run earnings of mothers, we use a difference-in-differences approach that compares labor market outcomes of mothers who gave birth just before and right after the reform and nets out seasonal effects by including the year before. Using administrative social security data, we confirm previous findings and show that the average duration of employment interruptions increased for mothers with high pre-birth earnings. Nevertheless, we find a positive long-run effect on earnings for mothers in this group. This effect cannot be explained by changes in the selection of working mothers, working hours or changes in employer stability. Descriptive evidence suggests that the stronger involvement of fathers, incentivized by the ”daddy months”, could have facilitated mothers’ re-entry into the labor market and thereby increased earnings. For mothers with low pre-birth earnings, however, we do not find beneficial long-run effects of this parental leave reform.

Evolution in Parental Leave Policies: Plastic Surgery and Obstetrics/Gynecology Lead the Way.

Forty percent of physicians anticipate becoming parents during residency. This often occurs in the absence of clear parental leave and breastfeeding policies, which may adversely impact parental and child health or jeopardize residents' board eligibility, fellowship, and job prospects. This study reports on the current status of parental leave and breastfeeding policies across all specialties. Twenty-six specialties recognized by the Accreditation Council for Graduate Medical Education were included. The maximum leave allowed in 2020 and breastfeeding accommodations during board examinations were collected for each specialty. Change in leave since 2006, 2018, and breastfeeding accommodations were analyzed by specialty. In 2020, the median time allowed for parental leave without the extension of training was 5 weeks, and there was no significant difference between 2006, 2018, and 2020 ( p = 0.58). In 2020, plastic surgery and obstetrics/gynecology provided the longest parental leave at 12 weeks. Surgical specialties provided 1 additional week of leave as compared to medical specialties after adjusting for year ( p = 0.02). Twenty-one specialties (81 percent) allowed additional time for lactation during board examinations; however, only seven (27 percent) guaranteed a private location to pump. There has been little improvement in parental leave allowances since 2006, and the current median, 5 weeks, falls short of guidelines recommending 6 to 12 weeks following the birth of a child. Starting in July of 2021, the Accreditation Council for Graduate Medical Education will require medical boards to provide a minimum of 6 weeks of leave. Ongoing improvement in culture and policy are needed to support residents and their families.